Labor Relations

RFPU-CIR: UW Negotiations Recap for May 13, 2025

Background

This recap details the seventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physician Union-Committee of Interns and Residents/SEIU (RFPU-CIR). This recap includes proposals that were passed by email before and after the seventh virtual session. Recaps are published online on the UW Labor Relations website.

Employer Costing

The Employer presented its calculations of the new costs associated with its counter proposals. The Employer’s counters equates to approximately $19,066,764 in new costs over the life of the CBA.

UW Counter Proposals

Article 3: Childcare
In response to the Union’s proposal, the Employer proposed to increase the childcare fund from $75,000 per year to $85,000 per year on July 1, 2026. Additionally, the Employer proposed the childcare fund would be disbursed annually rather than twice per year. The Employer also incorporated the Union’s proposed language that lactation accommodations are an appropriate agenda item for Joint Labor Management Committee meetings.

Article 6: Fringe Benefits
The Employer increased the meals benefit amounts for the Tiers 1-3 in response to discussions with the Union. The new amounts reflect a $200,000 increase to the meals program from AY24 actuals. In this proposal, residents in each tier would receive the following amounts annually:

  • Tier 1: $2,400, previously proposed as $2,100 annually
  • Tier 2: $1,800, previously proposed as $1,500 annually
  • Tier 3: $1,200, previously proposed as $900 annually
  • Tier 4: $600 annually
  • Tier 5: $300 annually

The Employer rejected the Union’s proposals from March 11, 2025 for new fringe benefits, including the cell phone stipend, relocation stipend, free membership to the IMA, gym/wellness stipend, and the bilingual supplement.

Article 16: Time Off – Vacations
The Employer incorporated the Union’s proposed language that vacation requests will not be unreasonably denied and that vacation requests could be submitted to the program director or their designee. The Employer also proposed to remove the .50FTE requirement to receive vacation time off. The proposal now states that all residents will receive vacation time off at a pro rata basis.

Article 22: Salary/Stipend
In response to the Union, the Employer proposed to increase the UW GME salary schedule by 2% on July 1, 2025; 1% on July 1, 2026; and 1% on July 1, 2027. The Employer’s previous proposal was 1% in 2025, 1% in 2026, and 1% in 2027. The Employer also proposed that the resident allowance would be increased to $9,500 on July 1, 2026. This is an increase from the previous proposal of $9,000 for all three years of the contract.

NEW Side Letter Prayer and Meditation Rooms
In response to the Union, the Employer proposed additional language in this new side letter regarding non-University training sites. The proposal states that the University would encourage non-University training sites to provide designated prayer or meditation space for use by Residents and that the Union may provide suggestions or assist in identifying appropriate locations.

NEW Side Letter Union Business Activities
In response to the Union, the Employer proposed to move this side letter into Article 25, Union Activities as a new section, 25.5, Union Business Activities. This is a change from the Employer’s April 22, 2025 proposal, which stated that the side letter would expire on January 1, 2028. The Employer also clarified that vacation time off could be used for this purpose in addition to unpaid time off, and rejected the Union’s proposal that professional leave could be used to attend the Union’s conference.

Union Counter Proposals

Article 5: Dues Deduction and RFPU Membership
In this proposal, the Union incorporated the Employer’s proposed language from May 6, 2025, which provides access to Union members who did not attend the annual new resident and fellow orientation. The Union also maintained its previous proposals that each program will also accommodate union presentation in addition to the 60 minutes currently allotted at the annual new resident and fellow orientation.

Article 22: Salary/Stipend
In response to the Employer, the Union proposed to increase the UW GME salary schedule by 12% on July 1, 2025; 12% on July 1, 2026; and 11% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 12% in 2026, and 12% in 2027. The Union reasserts its proposal for a new $12,000 housing allowance in this proposal.

NEW Side Letter: Prayer and Meditation Rooms
After conversation with the Employer, the Union proposed this new citation as a side letter, rather than a new article. The Union also proposed that the Employer would encourage the inclusion of prayer/meditation rooms to non-University training sites by including the recommendation in Program Letters of Agreement (PLAs).

NEW Article: Union Business Activities
In this proposal, the Union maintains this new citation as a new article, rejecting the Employer’s proposal to create this citation as a side letter. In response to the Employer, the Union renamed this Article to Union Business Activities. In this proposal, Residents who intend to absent themselves from work for the purpose of attending and participating in Union business functions or programs, such as meetings, conventions, seminars, or other authorized meetings may do so with supervisory approval, which would not be unreasonably denied. The Resident would be allowed to use paid time off (such as Professional Leave) or unpaid time off and must submit the request in writing.

The Union rejected the Employer’s proposal that Residents would be required to request leave in writing at least two (2) months prior to the planned absence, and the language that states that time off would be consistent program leave policy.

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.

In this package, the Union proposed:

  • Article 10: Time Off – Bereavement In this package, the Union would accept the Employer’s May 6, 2025
  • Article 15: Sick Time Off In this package, the Union reasserts its initial proposal from February 25, 2025.

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.

In this package, the Union proposed:

  • Article 1: Definitions In this package, the Union would accept the Employer’s counter proposal from April 3, 2025.
  • Article 13: Leave – Miscellaneous In this package, the Union proposes to add that a resident may include a Union representative on their request for accommodation. The Union proposed that, absent exceptional circumstances, that a resident will receive a response after 48 hours of requesting an accommodation, and that the resident will be informed of the accommodation at least 3 days in advance of implementation. Previously the Union proposed this timeline would be upheld in every circumstance.
  • Article 26: Duration In this package, the Union reasserted its initial proposal on duration, with a minor housekeeping edit to change March 30 to March 31, 2028.

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.

In this package, the Union proposed:

  • Article 24: Transportation In this package, the Union incorporated the Employer’s language stating that Residents have access to secure indoor bicycle parking Harborview Medical Center at no charge. The Union maintained the Employer’s sentence that the U-PASS activation and maintenance are subject to UW Transportation Services requirements. The Union also incorporated the Employer’s proposed language from April 22, 2025 regarding the emergency ride home program. The Union reasserted its proposal for the environmental incentive.
  • NEW Side Letter: HMC Offsite Parking The Union proposed to move its proposal regarding HMC parking from Article 24 into a new side letter. It states that for HMC, offsite parking and shuttle service would remain free for all Residents. When the HMC offsite shuttle is not running, Residents would receive unlimited Safe Ride Home transportation to and/or from the offsite HMC lot.

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.

In this package, the Union proposed:

  • Article 12: Holidays In this package, the Union reasserts its initial proposal from February 25, 2025.
  • New Article: Leave – General Provisions In this package proposal, the Union would withdraw its proposal regarding inclement weather and the payout of personal holiday(s) in this new article.

Next Steps

The next RFPU-CIR and UW bargaining session will be May 27, 2025. The parties agreed the next session will be held virtually.